Sometimes unfortunate events can happen in the workplaces that are not good to you. Some of the events can be minor and irritating. There is no need to make a fuss over them. However, others can be serious, and it is necessary to take action in such situations. In most cases what is required is an informal chat with the boss or supervisor. In some of them, formal action is compulsory, such as raising your grievance.
A grievance is a problem, concern, or complaint that a worker can raise with his or her employer. All the procedures that relate to grievance situations ought to be:
- Transparent and fair
- Procedures and rules should be explained
- Set down in writing, in a clear and specific language
This post will explore the various steps that should be followed in raising a grievance at the workplace. You should note that the procedure can vary from one employer to another. If you do not know the process, then you can contact your human resource manager or office administrator to guide you. The following are the typical steps:
Inform Your Employer
It is not possible to resolve a concern without informing your employer. You need to make the manager aware of the problem. First, you can do it informally. This will give you an opportunity to resolve your issues quite quickly.
Raise a Formal Grievance
If you cannot follow the first step, or it has been unsuccessful, then you need to raise a formal grievance. You can do this through writing without unreasonable delay. Ensure you explain what happened and why or how it has upset you. Also, you can inform your employer about what should be done to solve the problem.
Investigation
The employer you choose has an opportunity to carry out an investigation. Usually, a formal investigation involves meetings with witnesses and staff and gathering of documentary evidence. The employer ought to investigate the problem to make a sound decision concerning the issue.
Grievance Meeting
You can hold a meeting with your employer and discuss your grievances and the different statements that the employer has gathered. The meeting should be held without delay. Ensure you use the meeting as an opportunity to provide facts about the grievance in detail as you can.
Your Employer’s Decision
After concluding the meeting, your employer may require time to take action or decide what should be done. If you are not satisfied with the decision, you can appeal.…
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